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Succession Planning – The Four Imperatives to Success

The basic concept of succession planning is nothing new. Throughout history, every organization in the world has engaged in some type of planning for future talent needs, either actively or passively. Every entity who needs people to operate must replace people when they are gone.

We see this in our daily lives and in the media—it was well-known that Jay Leno was to be the successor for Johnny Carson and now Conan O’Brian will fill Jay’s shoes. Whether a company pays attention to it or not, the succession of people is often the difference in an organization’s sustainable success.

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HR/OD Consultants

 HR/OD Consultants Use Our Solutions To Help Their Clients…

  • Create success models and to have an objective way to measure new and existing team members against these models
  • Increase their chances of hiring the right people – to make sure that the right organizational structure AND the right people are in place
  • Effectively develop their most important asset - their people
  • Add objectivity to their succession planning process
  • Improve team individual and team performance

To learn more about these benefits visit our home page.

If you are an HR/OD consultant who wants to learn more about our unique certification process, please see our Certification page.

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Succession Planning

Succession Planning

Evaluate Your Bench Strength Using Objective Measures

Succession Planning is the process of developing talent to meet the needs of an organization now and into the future.

In order for a Succession Planning process to be successful, leaders must think about aligning staffing and leadership needs to current and future strategic objectives.

The Essential Components of an Effective Success Planning Program


Succession Planning



How Can the Assess Suite of Tools Enhance the Succession Planning Process?

With Assess you can clarify the skills, knowledge and characteristics required for current and future roles; add objectivity in determining readiness for a role and identify gaps and help to focus training and development. Organizations can measure their bench strength and hire more strategically.

Once the purpose and objectives (points 1 and 2 above) of a Succession Planning process are identified, the following can take place:

  1. In Stage 1 of the OAP™, an organization will define success for now and for the future.
  2. Establish a way to measure the competencies. ASSESS 360 and Focus 360 all provide ways to measure the behaviours associated with the competencies that have been defined for success, identify gaps and provide development suggestions.
  3.  An objective way to measure potential and to close any existing gaps. ASSESS Development reports can enhance existing methods of measuring potential, by benchmarking candidates against current and future roles.
  4. A way to Evaluate Results. Candidates can continue to be evaluated using the entire ASSESS Suite to monitor progress, enhance development and improve performance.

To learn how to add objectivity to your succession planning process, contact us.